To continue to learn and develop has always been important, but even more so now in our current, pandemic time of uncertainty. When we have to do more with less and when the future is getting even more difficult to predict.
While the need for learning and development is unprecedented, nurturing this learning may never have been more difficult. With the added anxiety of this current situation, and with most about everyone (who can) working remotely. Suggesting that we need a way to promote learning virtually, and create digital initiatives that work with the workforce spread out and working from home.
This was also something that HR Dive recently talked about, where they spoke to a number (well, three) leaders to put together some tips on how to create a remote-type of Learning & Development program. Tips that we’ve interpreted below, and that can aid you in the creation of your next learning program:
1: Start with the plan
First, there needs to be a solid plan, as opposed to just starting out creating the program and figuring out the details later. Where Drew Remiker, who’s the “senior instructional program manager” over at NovoEd, explains that it’s a good idea to “[D]evelop a clear plan which includes identifying your team and clarifying learning objectives before identifying the appropriate technology solution, the timeline and the desired content.” Adding that it can be beneficial to create a “common framework”.
2: Dare going beyond video
Remiker also advises against the simple video-as-THE-learning tool, and says that though “companies will be tempted to…distribute learning materials and online content and set up a series of video conferences…High impact learning that produces real results requires more than this.” Which we take to suggest that it’s simply not enough to just throw up a bunch of video classes and expect employees to go through them happily. And that, instead, video can be involved but as part of a more comprehensive, and structured, program.
3: Give a lot of support
Support is the name of the game, which means to actively help and guide employees – instead of assuming “ people will just ‘figure it out”. Which was pointed out by LifeLabs Learning’s Co-CEO Tania Luna, who suggests that leaders and employees join forces to find what changes and adjustments that can be applied. Which we think is super-important to ease the process, and ensure that the move to virtual learning goes seamlessly.
4: Create a longer learning process
While analog learning programs are typically structured in shorter, full/half-day workshops and programs, their digital counterparts can beneficially be stretched out over a longer period of time. Considering how well this stretched-out, micro-type learning works in a digital setting, and the benefits this has when it comes to knowledge retention.
5: Start trusting your employees
You may already trust them, but this trust can beneficially be expanded and communicated in an even clearer fashion. Something that is underlined by Jane Fraska (Limelight Health’s Director of People and Culture), explaining that “When you trust people to do their work, that’s when the respect comes back to you…This changing of behavior is like treating adults like adults, and I have always found that when you take that stance, people show up as their best selves”. I.e. when people feel trusted, they are more likely to produce better results. Which makes total sense, if we think about it.
6: Apply learning to real life
Pretty straightforward, but it’s worth noting that the things employees learn should be applicable to their real-life tasks. Which can be underlined by connecting the different parts of the learning program with their applications in employees day-to-day work.
7: Curate learning material
The digital format offers a ton of different types of media. I.e. it’s not limited to powerpoints, and you will probably see a lot of benefits if you combine video with games, virtual conferences with podcasts etc.
8: Add a social element.
The challenge of digital is often the social aspect, where, for example, the ties to one’s peers can feel lacking. As a clear difference between the virtual class and the classroom of the past, where you could just lean over and whisper something to your neighbour.
Here, Remiker suggests that you “retain the social elements of in-person workshops with intentionally designed activities and tools including group assignments, breakout discussions and peer feedback”. Which can help create these connections that are so important for employees’ engagement and wellbeing – especially if combined with video conversations where employees get to see each other’s faces. The latter which was pointed to by Luna, who explains that just “seeing people’s faces” can boost trust and liking.
9: Practice patience
I.e. leaders need to be patient with employees, who may need time to adjust to this new way of working, while the employees themselves need to be patient with themselves and their progress. Or, as Felska explains:
“The switch to remote work can be a big enough change, but this is a completely new version of working from home….This is uncharted territory. There will be some days that are great, and others where you wish you were able to get out of the house more. Give yourself and everyone else some grace.”
Which we think is some pretty great advice, and a solid way of rounding out this round of tips.
Source: https://www.hrdive.com/news/3-leaders-on-crafting-a-remote-ld-program/575091/
